ࡱ> y Fbjbj jj*>IlF^4V V V j 8L$pTj #" 0!!#######$g% ',#V .!4 @t ^.!.!,#*%A#.*%*%*%.!R 8#*%.!#*%V*%,  2"> ~" lqj "B"\o#H# r 1("\1(~",*%j j  1 November 2005 Ms Pru Goward Sex Discrimination Commissioner Human Rights and Equal Opportunity Commission GPO Box 5218 SYDNEY NSW 2001 Email:  HYPERLINK "mailto:familyresponsibilities@humanrights.gov.au" familyresponsibilities@humanrights.gov.au Dear Commissioner, Re: HREOC INQUIRY INTO paid work and family - STRIKING THE BALANCE: WOMEN, MEN, WORK AND FAMILY Ai Group welcomes the opportunity to express its views to the Human Rights and Equal Opportunity Commission regarding the discussion paper Striking the Balance: Women, Men, Work and Family. Ai Group The Australian Industry Group (Ai Group) is one of the largest national industry bodies in Australia, representing approximately 10,000 employers, large and small, in every state and territory. Ai Group represents employers in manufacturing, construction, automotive, telecommunications, IT, call centres, transport, labour hire and other industries. This submission is made by Ai Group and on behalf of its affiliated organisation, the Engineering Employers Association, South Australia (EEASA). Demographic and Economic Importance of this Issue Assisting employees to achieve a better balance between work and family responsibilities is an increasingly important task for employers and industry as a whole. Australia faces demographic challenges, brought about by falling fertility rates, a rapidly ageing society, and the need to increase participation in paid work. Employers recognise the overall economic and societal importance of the work / family balance agenda. Employers also recognise the importance of these issues in attracting and retaining high quality staff within their own organisations. However, Australian industry is now, more than ever before, competing in a globally connected world economy characterised by high levels of competition and intense pressures on prices. Australias prosperity in the global marketplace is dependent upon organisational structures and management practices being efficient, productive and highly flexible. Employers are not in a position to endure increases in labour costs or reductions in labour flexibility. Employers need to maintain a high degree of labour flexibility and cost effectiveness to survive. Imposing unworkable and costly arrangements upon employers under the guise of work / family balance would be very counterproductive. Quite apart from the importance of the work / family balance agenda for the economy and employers, employees themselves are demanding change. The workplace has become far more diverse and employers face growing pressures to accommodate the requirements and desires of employees. There is pressure on employers to have flexible working conditions to suit individual situations. Women and men with responsibilities to care for young children; people with caring responsibilities towards aged relatives; students of all ages, people wishing to phase into retirement; and persons with disabilities all have boosted the demand for unorthodox employment arrangements. Social Change There have been enormous changes in society over time perhaps nowhere more than within households. The wide diversity of household types, work patterns and family and leisure preferences defy the concept of a social norm. The participation of women in the workforce has escalated over the years as the following statistics show: 1911 18.2% 26.7% 1994 52.2% 2004 55.6% Over the past decade total female employment has grown from 3.25 million to 4.25 million, an increase of over 30%. Female participation rates have risen from 51.7% to 56.1% over the decade and of those participating females there has been growth in the proportion that have children aged 0-4 years (47.6% to 49.2%). Whilst increasing, the participation rate for women in the workforce continues to be punctuated by periods of absence from the workforce due to family responsibilities and other work/life preferences. This pattern of participation is different from that of male employees who continue to remain predominantly employed on a full-time basis despite their family responsibilities. Household Composition The composition of the typical household has changed over time to reflect the changing patterns of working families in Australia. Sole parent families now account for 21% of all family households, and with increased participation rates of women in the workforce, 62% of families now have both parents working. The proportion of the population in households made up of a husband and wife with dependents is declining (from 35.1% in 1979 to 28.3% in 2000). The paradigm of the male sole breadwinner family unit is rapidly shifting in Australia to a mixture of single parent and two working parent households. Pertinent social trends include lower rates of marriage, higher rates of separation, lower rates of childbearing within marriage and delayed childbearing by women, which compounds the lower rates of childbearing per female. Against this background, there are also important policy considerations. The rate of natural increase in Australias population is in long term decline and the total fertility rate of Australian women is below replacement level and is currently around 1.75%. Family Friendly Initiatives at the Workplace Partly as a consequence of changing household structures, social change and employee demands, workplace arrangements are becoming more diverse. Over recent years there has been a substantial uptake of family friendly initiatives in all forms of agreements, both formal and informal. Every day in thousands of workplaces employers and employees reach agreement on arrangements to assist employees to balance their work and family responsibilities. These agreements are more often than not in the form of informal ad hoc arrangements to suit the particular circumstances at hand. A common example is where an employer allows an employee to leave early one afternoon to deal with a family issue which has arisen. It is obviously very difficult to measure the number of informal agreements which are reached in Australian workplaces every day on work / family balance matters. However, no-one could seriously argue that such number is not extremely large. Family friendly provisions are also very common in formal certified agreements and Australian Workplace Agreements. The report Agreement Making in Australia under the Workplace Relations Act 2002 and 2003 paints a positive picture in relation to the incorporation of family friendly provisions in agreements. The following statistics from the report are relevant: 44 per cent of certified agreements covering 87 per cent of employees contained at least one family friendly provision and provisions which assist employees to balance their work and family responsibilities were more prevalent; 52 per cent of women covered by AWAs had access to family friendly leave and 41 per cent to flexibility such as flexitime. Over 70 per cent of AWAs contained at least one provisions relating to either family friendly leave or family friendly flexible work arrangements. Of these arrangements, more than half had three or more such provisions. The quantity and nature of family friendly provisions in agreements varies from industry to industry. For instance, construction had the lowest incidence of family friendly provisions, along with manufacturing and other male dominated sectors, whilst industries with the highest occurrence of family friendly provisions were those with female dominated employment, such as education and health and community services. A recent survey by the Equal Opportunity for Women in the Workplace Agency (EOWA) on paid maternity leave has found in 2004, 41 per cent of non-government organisations offered paid maternity leave. This figure has increased substantially, from 23 per cent in 2001. The survey also found that the provision of paid maternity leave differed according to industry, organisational size and organisational type. Variations in the take up of family friendly measures between industries and organisational sizes and types, reflect the different imperatives of individual businesses. Whilst some businesses are capturing the potential benefits of assisting employees to balance their work and family responsibilities, such as a higher retention rate (especially for women) others simply cannot afford to implement certain family friendly arrangements, such as paid maternity leave schemes. Employer requirements vary from workplace to workplace depending on the nature of work, the nature of the product or service being provided, the structure of the workplace and even the location of the workplace. Similarly, of course, employee preferences vary dramatically from one individual to another. Where to from here? The best arrangements are those which make room for individual choice rather than imposing generalised rules. A facilitative and educative approach to work and family balance is the only logical approach because one size does not fit all. Importance of not Hindering Employers in the Effective Management of their Businesses Whilst it is important for employers to endeavour to assist employees to balance their work and family responsibilities, it is vital that employers retain their right to manage their businesses in an efficient manner. Work and family balance issues should be dealt with via education, leadership and facilitation not prescription. It is vital that the any change in policy does not hinder companies in their ability to efficiently manage their businesses nor reduce their competitiveness, profitability, or capacity to employ Australian workers. Imposing unworkable and costly arrangements upon employers under the guise of work and family balance, would be counterproductive and could potentially lead to: The generation of negative attitudes amongst employers towards the work family / balance agenda (at a time when there is clear evidence that a large number of employers are embracing this agenda in a positive way); Potential discrimination against women of child-bearing age who employers might perceive to be too costly to employ given the new arrangements; and Lower levels of employment. Legislative Change In response to the issue raised on p.18 of the discussion paper, the Sex Discrimination Act should not be amended. Businesses already have a wide range of legislative and regulatory obligations to comply with. Positive education campaigns, raising awareness of employees rights and employers responsibilities are a more effective means of achieving long-term change. It is also important to remember that employees with family responsibilities who are treated unfairly have many means of redress via Federal legislation such as the Sex Discrimination Act and the Workplace Relations Act, together with State EEO and industrial legislation. For example, section 170CK(2)(f) of the Federal Workplace Relations Act provides that an employer must not dismiss an employee on the basis of their family responsibilities. Also, employers must not dismiss an employee due to an absence from work during maternity leave or other parental leave (s.170CK(2)(h)). Education, Cultural and Attitude Change Rather than increasing the regulatory burden on companies, the business case for offering family friendly flexibilities should be further promoted to employers. The introduction of appropriate measures to assist employees to better balance work and family responsibilities would most likely improve business performance. Benefits cited by some organisations, which have reached agreement with employees, to assist employees to better balance their work and family responsibilities include: Reduced absenteeism; Lower turnover; Higher productivity; Improved employee job satisfaction; Lower industrial disputation; and Improved recruitment performance. There are many potential benefits associated with implementing family friendly work arrangements, which should be communicated to employers of all sizes in all industries. The discussion paper aptly notes that it is workplace culture that is the real driver for change. Ai Group is supportive of the direction of the measures aimed at facilitating cultural and workplace change, outlined in the discussion paper, such as: Initiatives to encourage workplace cultural change; Continuing to emphasise the business case for cultural change; and Canvassing and promoting different ideas for creating family-friendly employment arrangements. Within this framework, it is essential that individual employees and employers be allowed the freedom to come to mutually agreeable policies and practices. The importance of not hindering employers in the effective management of their businesses must be paramount in any policy direction. Social Policy Change The discussion paper appropriately notes Government support provided for working families, in the form of: Parenting Payment; Carer Payment; Carers Allowance; Family Tax Benefit A; Family Tax Benefit B; Child Care Benefit; Maternity Immunisation Allowance; and Maternity Payment. While the important Government initiatives listed above do provide substantial support to assist employees balance their work and family commitments, social policy change is a complex area in which more can be done. Taxation Currently, disincentives exist which affect the willingness of some persons to seek work because of the interaction of the social security and taxation systems. Ai Group is generally supportive of measures to address the link between wages, tax and social security to reduce barriers to workforce participation. For example, lowering effective marginal tax rates may have beneficial effects in increasing participation rates. Childcare Ai Group is supportive of Government programs to assist employees with the cost of childcare. However, more effective Fringe Benefits Tax (FBT) exemption arrangements need to be explored. For example, the merits of extending the FBT exemption to employers who choose to fund the cost of childcare for employees, regardless of the location or ownership of the registered childcare facility, should be analysed. Currently, only employers who establish a childcare facility on their premises or at wholly owned facilities at another location, are entitled to an FBT exemption. Few employers are in a position to access such an exemption, as establishing a workplace childcare facility involves enormous costs and risks. It is not the core business of most employers and few have the necessary expertise or desire to run a childcare facility. A further problem with the structure of the existing FBT exemption is that many employees prefer to utilise childcare facilities close to their homes rather than at their workplace. While Ai Group recognises that the Federal Government has responded to the high demand for childcare and recently substantially increased funding for childcare places and early childhood intervention programs, more attention could be focused on the incentives available to employers who choose to provide childcare assistance to employees Government-Funded Paid Maternity Leave Ai Group is supportive of the implementation of a fully Government funded paid maternity leave scheme. While many employers are choosing to provide different levels of paid maternity leave to their employees (as evident in the EOWA survey discussed earlier), Ai Group considers that there is merit in implementing a National publicly funded scheme, given the need to increase retention rates and participation in the paid workforce. Should you have any queries about Ai Groups position please contact Victoria Perry, Adviser - Workplace Relations Policy on 02 9466 5515 or myself. Yours sincerely  Heather Ridout CHIEF EXECUTIVE  RR Maddock and IW McLean (eds.), The Australian Economy in. the Long Run, Cambridge University Press, 1987); EA Boehm, Twentieth Century Economic Development in Australia, Longman Cheshire, 1993; and Australian Bureau of Statistics, Australian Social Trends 2005, ABS 4102.0, 2005.  2002-2003 Budget Paper No.5 Intergenerational Report Part II Australias Long-term Demographic and Economic Prospects.  Action Agenda for Work and Family Balance, Victorian Government, November 2003  Ibid.  Ibid.  Striking the Balance: Women, Men, Work and Family, HREOC Discussion Paper 2005, pg.18  RR Maddock and IW McLean (eds.), The Australian Economy in. the Long Run, Cambridge University Press, 1987); EA Boehm, Twentieth Century Economic Development in Australia, Longman Cheshire, 1993; and Australian Bureau of Statistics,Australian Social Trends 2005, ABS 4102.0, 2005, pg 58  Ibid.  Striking the Balance: Women, Men, Work and Family, HREOC Discussion Paper 2005, pg.18  Ibid., pg.99  Ibid., pg. 102-103. 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